...Job Redesign and Workplace Rewards Assessment Aubrey Snyder Human Motivation PSY/320 July 25, 2011 Laurel Taron Job Redesign and Workplace Rewards Assessment Motivating employees demands a clear understanding of motivational theories and human behavior, alike. Only then will the employer be in a position to reach the true self of his or her employees. Understanding human behavior and motivation and in turn knowing how to apply this information to the workplace potential is essential to good management, which allows employers to successfully motivate employees as well as ensure employee satisfaction (Reeve, 2009). Employee motivation and satisfaction are positively related to performance and productivity. So, motivational strategies can purposefully be used as a catalyst that is very beneficial for the employer and the employee alike (Reeve, 2009). An organization’s success is built on its employees’ performance. Companies offer innovative ways to engage employee’s motivation, essentially enhancing the employee’s drive and determination. In addition to increasing motivation, companies create effective ways for employees to manage conflict. Without patience and care, an organization can be faced with damaging results. Each company has its own way of analyzing and resolving unwanted conflict, usually with the help of its ethics program. Employees play a major role in the company’s success. Therefore, conflict and motivation management should be created with employee’s...
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...become detrimental to the organization; sparking concern from the management team and identifying a substantial need for reevaluation and reorganization of the company. In this case, issues of job design, workplace inequity, organizational culture and employee evaluation and motivation within RR Feeds Inc. are analyzed and recommendations are provided to the management team for implementation. Job Design In the past two years RR Feeds has reduced staff employment and restricted their spending by cutting bonuses. Their employees are expected to work harder for less compensation; in essence, the job description has been altered. In result, employee morale has decreased and negative changes in employees’ attitudes and behavior have reduced the company’s productivity and efficiency. Management should consider a job redesign that identifies the needs and wants of the employees and the organization as well as remove workplace frustrations that hinder production. Job Redesign. In order to align employees with the new job expectations it is important that management is clear about the objectives of the redesign. RR Feeds redesign efforts should focus on improving productivity, job satisfaction, staff retention and quality of work life. In respond to the recent reduction in staff, the new job design should implement employees working with others in a team effort rather than...
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...PSY 320 Entire Course For more course tutorials visit www.tutorialrank.com PSY 320 Week 1 DQs PSY 320 Week 1 Individual Assignment Motivation Concepts Table and Analysis PSY 320 Week 2 DQs PSY 320 Week 2 Individual Assignment Workplace Motivation Paper PSY 320 Week 3 DQs PSY 320 Week 3 Learning Team Assignment Company Motivational Profile Draft PSY 320 Week 4 DQs PSY 320 Week 4 Individual Assignment Job Redesign and Workplace Rewards Assessment PSY 320 Week 5 DQs PSY 320 Week 5 Learning Team Assignment Company Motivational Profile Paper and Presentation ------------------------------------------------------------------- PSY 320 Entire Course For more course tutorials visit www.tutorialrank.com PSY 320 Week 1 DQs PSY 320 Week 1 Individual Assignment Motivation Concepts Table and Analysis PSY 320 Week 2 DQs PSY 320 Week 2 Individual Assignment Workplace Motivation Paper PSY 320 Week 3 DQs PSY 320 Week 3 Learning Team Assignment Company Motivational Profile Draft PSY 320 Week 4 DQs PSY 320 Week 4 Individual Assignment Job Redesign and Workplace Rewards Assessment PSY 320 Week 5 DQs PSY 320 Week 5 Learning Team Assignment Company Motivational Profile Paper and Presentation ------------------------------------------------------------------- PSY 320 Week 1 DQs For more course tutorials visit www.tutorialrank.com How do the various theories of motivation predict behavior in organizations? What is the difference between motivation and manipulation...
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...WORK DESIGN AND JOB SATISFACTION ROBERT D. MOHR and CINDY ZOGHI Job satisfaction has important economic effects. Low job satisfaction is associated with higher rates of quitting and higher rates of absenteeism; high job satisfaction correlates with improved job performance and organizational citizenship behaviour. Dissatisfaction therefore may result in higher labour costs and lower productivity. This article studies the relationship between job satisfaction and high-involvement. The huge no. of observation (25000) has allowed the authors to draw general insights about the relationship. Also authors could check additional variables which may be indicator of dissatisfaction and thus allowed the authors to test how broad a range of satisfaction measures can be linked to high-involvement work practises. Finally, because they used a data set that includes information from both employers and employees and follows both groups over time, they can control for a number of specific sources of bias, and look for evidence on the direction of causality. Background of research: A large body of literature on socio-technical systems, total quality management, and high-performance work systems argues that jobs with a high degree of employee involvement might increase satisfaction. The existing literature also recognizes, however, that even if a positive association between the characteristics of work and the evaluative judgment that individuals make about their jobs exists, the direction...
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...Executive summary The HRM issue I choose to write about is job analysis and design and the organisation reflected in this paper is Qantas engineering (QE) which resides under the Qantas Airways Ltd Group. Qantas has recently undergone a huge transformation with the reduction of 5000 jobs. Competition paves the way to downsizing and reorganisation changes which meant that QE was going to reduce its workforce from 500 to 180 engineers. The main cause for this reduction in engineering was benchmarking the QE organisation with engineering organisations of other major competitor airlines such as Emirates airlines, Singapore airlines and British airways, retirement of ageing aircraft, reliability and on-wing performance of newer engines / airframes due to improvement in materials and computers/ programs that simplified administrative tasks. The most significant reason was that Qantas was losing its domestic market share to Virgin Australia and this meant that Qantas had to lower its cost base in order to compete. This reduction in workforce meant that existing engineers had to be flexible & adaptable to learn and pickup engineering functions that redundant staff had been doing all these years. There was clearly a failure to analyse jobs before the transformation and redesign work in line with the new company strategic plan. Table of contents Introduction 6 Background 6 External factors 7 Transformation 7 Recommendations 9 1. Organisational management and...
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...must occur, the best way is to schedule an appointment in advance. The University discourages the use of email during class times, preferring us to use the Individual folders. For emergencies, when you are not able to gain access to messages on the Online Learning System (OLS), please send a message to my personal email address. General Course Description This course seeks to synthesize the many theories of human motivation with the practical application of motivating employees. To this end, the course will examine historical theories as well as recent developments in the field of motivation and their relationship to management practices. The primary concepts of goals, quality of work, and rewards will be examined and applied to the workplace. It is important to write well. We will be using APA format for all written...
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...force and tasked management to redesign patient care delivery; this includes the introduction of universal workers. A committee developed to assist in this process recommends transforming RCHS into a learning organization to encourage workers to adapt and excel despite the changes. After presenting past studies where this model failed when implemented in other organizations, administration charged management with making redesign and universal workers a success at RCHS. This task brings about many challenges: how does management begin the process of redesign? What work processes and performance expectations must be considered once the design is completed? What structures will management put into place to turn RCHS into a true learning organization? Additionally, what plans will be necessary to control the intra-organizational and inter-organizational communications that must occur to implement the job redesign changes? Finally, how can management ensure individual job satisfaction for the universal worker position? Implementation of Job Redesign The RCHS senior management team decided to redesign the job of nurses and implement a universal worker to assist in support services needed for patient care delivery. Nursing positions were redesigned to “that of a care manager who directs the processes of care for the patient during the acute care episode and beyond” (Coulter, 1997, para. 11). According to Sharon Coulter’s article “Redesign Not Downsize,” moving nurses...
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...Simpson Professor: Dr. William Clampitt 22 January, 2012 Recommend the redesign of Hershey’s performance management system to appeal to the diverse groups that it employs. (Bohlander & Snell, 2004) High Performance Work System (HPWS) is defined as a set of management practices used to create an atmosphere within an organization where the employee has more involvement and responsibility. More precisely, HPWS has been defined by Bohlander et al (2004) as “a specific combination of HR practices, work structures, and processes that maximizes employee knowledge, skill, commitment and flexibility” (Bohlander & Snell, 2004). An approach that Hershey’s could use to appeal to the diverse groups that it employs would be to utilize knowledge workers, such as indicated by Noe et al (2011) in the case study in the form of mentoring. Noe et al (2011) defined knowledge workers as employees whose key contribution to the organization is specialized knowledge, such as knowledge of customers, a process, or a profession. Hershey has baby boomers that specialize in the knowledge of the customers and the process, and who are also enthusiastic about sharing what they know to the younger generation of workers, and subsequently fascinated by leaving a legacy. In order to address the younger generation’s eagerness for challenges, employee empowerment is also critical as part of the redesign process. Bohlander et al (2004) emphasizes that the ability for an employee...
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...Recommend the redesign of Hershey's performance management system to appeal to the diverse groups that it employs. (Bohlander & Snell, 2004) High Performance Work System (HPWS) is a term given to a set of management practices that tries to create an atmosphere within an organization where the employee has more involvement and responsibility. More precisely, HPWS has been defined by Bohlander & Snell (2004) as “a specific combination of HR practices, work structures, and processes that maximizes employee knowledge, skill, commitment and flexibility” (Bohlander & Snell, 2004). In order to appeal to the diverse groups at Hershey’s it is recommended that the managers utilize knowledge workers, such as indicated by Noe (2011) in the case study in the form of mentoring. Noe (2011) defined knowledge workers as employees whose key contribution to the organization is specialized knowledge, such as knowledge of customers, a process, or a profession. Hershey has baby boomers that specialize in the knowledge of the customers and the process, which happens to be enthusiastic about passing down what they know to the younger generation of workers, fascinated by leaving a legacy. When it comes to addressing the younger generation’s eagerness for challenges, employee empowerment is also recommended as part of the redesign process. Bohlander & Snell (2004) emphasizes that the ability for an employee to take part in the decision making process is considered to be one of the important...
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...Assignment 1 1 Job Analysis and Job Design Introduction Human Resource Management (HRM) systems consist of two major components: job analysis and job design. They have widely-differing contributions on building HRM systems attributed to the change of organizational strategy. This regards to job descriptions, specifications, and different approaches to redesigning the organizational HR systems. The implications of a boundary-less organization are examined that all context of the boundary organization is interdependent in communications, recruitment, selection, compensation and training (Fombrun et al. 1984). It also examines how environment, strategy, and organization are correlated to each other regarding to the conceptual framework for both job analysis and design of work. It initially becomes the most significant element to organizational strategy as to maximize organizational performance. This essay discuss how job analysis and design of work contribute in terms of building a more sophisticated human resource management (HRM) systems, regarding to both positive and negative outcomes from different approaches. It also illustrates the contributions of changeable job analysis in a regular basis as to fulfill the rapid-changing demand of working environment, in addition to a well-developed job redesign approach to support organizational strategy. Job Analysis and Competencies Job analysis could be categorized into job descriptions and job specifications, which ...
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...changes in the economy, company restructuring, globalization and technology. The changes in the workforce have led to the complete revision in the culture of some organizations. Now let’s take a look at some of the changes we have seen within the workforce. One major shift that we see in the modernized workforce is a change in demographics. There has been an increase in diversity of the workforce including age, race, ethnicity and gender. Another difference we have seen is the change in skills required to perform jobs. Technology has played a role in changing the way jobs are performed, the length of time it takes to complete a job, and the knowledge required to do the job. Organizations have had to find ways to manage the changes in the workforce in order to remain competitive in today’s marketplace. In this paper we will look at the Hershey Company, and ways that it has utilized to help manage these changes. We will look at ways to redesign Hershey’s performance management system to include diversity. We will also look at Hershey’s value system particularly focusing on how employees could interpret them in relation to their role with the company. We will continue to delve into the topic of the workforce trends and determine which has had the greatest impact on the Hershey Company. Finally we will look at the mentoring program that Hershey’s has put into place to help embrace the age diversity of the workforce. We will review the effects the mentoring program...
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...Change and Culture Case Study II: Job Redesign Duane S. Goggins-Week#5 Assignment HCS/514 January 9, 2012 Sara Brown Change and Culture Case Study II: Job Redesign To adjust to greater competition and pressures of obtaining increased organizational efficiency and cost containment, many organizations have begun to examine strategies related to restructuring and downsizing to maintain organizational viability. These processes have included mergers and acquisitions, and redefining occupational roles of workers within the organization. Consequently, successful management of the structural change process can be daunting and overwhelming if not handled in an organized and thoughtful process. Those who are responsible for the process must recognize the barrier that may be hindrances to conception and implementation of the change process These barriers include: (a) lack of concise and coordinated planning/goals, (b) resistance to change within the organizational workforce, (c) failure to consistently evaluate the progress of the proposed change within context of the entire system, and adjust methodology as necessary. Thus, in order to achieve a balance between achieving organizational goals and addressing the uncertainty that may occur in the workforce, organizational leaders are tasked with the responsibilities of finding creative means to facilitate the mandated objectives while at the same time finding vehicles to maintain adequate levels of employee satisfaction and productivity...
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...Change and Culture Case Study II Phyllis Parker University of Phoenix Change and Culture Case Study II The new merger between Park Care Hospital and Central Hospital now known as Park Central Hospital has provided quality care for the community since its beginning six months ago. However, since there has been a significant reduction in the workforce a new design for patient care delivery is needed. A redesign of the universal worker may be an option for Park Central. Other options need to be examined in hopes that a new delivery system of health care can be provided for the growing community. Quality care and team-work will be the cornerstone of Park Central. The universal worker is a person who is cross trained in many job departments and can provide coverage to another area in the hospital to alleviate staffing shortages. Universal workers in an assisted care facility are certified nursing assistants who provide personal care and services, and also facilitate other needs of the client (Jenkins, 2008, p. 4). Beginning The Process of Job Redesign As the nation’s largest group of health professionals, nurse’s roles are constantly evolving. They play an important role in the delivery of quality and cost effective health care. Since we have nursing shortages, traditional systems of health care delivery cannot be sustained. Reports have highlighted the underutilization of health care professionals (Fyke,2001;Mazankowski,2001; Gieni; ACHHR,2002). As a result of focusing...
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...Mission Jay Jenks Professor Jesse Garcia Human Resource Management HRM 500 25 October 2012 Strayer University Washington DC Recommend the redesign of Hershey’s performance management system to appeal to the diverse groups that it employs. First of all, any performance management system redesign must recognize that all employees are motivated differently by different things, but many can be affected by certain concepts. So it is imperative to know what motivates the majority of your employees. The redesign of Hershey’s performance management system to appeal to the diverse groups that it employs will need to involve management as well as the employees to make the effort successful. I feel that Hershey currently has a very good diversity program. Hershey has redesigned its performance management system appealing to the younger generations who show an eagerness for challenge, and results. Therefore I would employ a system that is in line with Hershey’s core values, and we can start by educating the workforce through training and the utilization of seminars, team huddles, and mentoring sessions and also, by soliciting feedback from the workforce in order to give employees a feeling of inclusion (Hershey Company 2012). The employees should be clear about the organization’s mission and be rewarded for doing what their job description entails. Also, human resource management will train other employees on the proper etiquette of race relations, ethnical differences...
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...Jay Jenks Professor Jesse Garcia Human Resource Management HRM 500 25 October 2012 Strayer University Washington DC Recommend the redesign of Hershey’s performance management system to appeal to the diverse groups that it employs. First of all, any performance management system redesign must recognize that all employees are motivated differently by different things, but many can be affected by certain concepts. So it is imperative to know what motivates the majority of your employees. The redesign of Hershey’s performance management system to appeal to the diverse groups that it employs will need to involve management as well as the employees to make the effort successful. I feel that Hershey currently has a very good diversity program. Hershey has redesigned its performance management system appealing to the younger generations who show an eagerness for challenge, and results. Therefore I would employ a system that is in line with Hershey’s core values, and we can start by educating the workforce through training and the utilization of seminars, team huddles, and mentoring sessions and also, by soliciting feedback from the workforce in order to give employees a feeling of inclusion (Hershey Company 2012). The employees should be clear about the organization’s mission and be rewarded for doing what their job description entails. Also, human resource management will train other employees on the proper etiquette of race relations, ethnical differences...
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